The bullying of academics follows a pattern of horrendous, Orwellian elimination rituals, often hidden from the public. Despite the anti-bullying policies (often token), bullying is rife across campuses, and the victims (targets) often pay a heavy price.
"Nothing strengthens authority as much as silence." Leonardo da Vinci - "All that is necessary for evil to succeed is that good men [or good women] do nothing." Edmund Burke

May 24, 2007

HEFCE: People management self-assessment tool

The self-assessment tool was developed by the Universities Personnel Association and the SCOP Personnel Network, to measure progress in people management in the HE sector...

1. Remuneration and fair employment

The institution has:a. HR staff skilled in providing advice and support on pay, rewards and employmentb. HR staff skilled in or receiving skilled support in job evaluationc. Expertise on equal opportunities and diversity...f. Regular reviews of equal opportunities and diversity policies and practice...k. Schemes for recognition and reward of individual or team excellence in teaching and learning effectiveness...

The institution achieves:b. Staff who feel motivated and satisfied in their workc. Staff who believe the institution is a fair employer – there is a healthy psychological contract...h. Investors in People status (in parts or for the whole institution)i. Staff who feel there are opportunities for teaching career progression...

The institution avoids or effectively manages the risks associated with:a. Industrial tribunal or legal cases brought by staff for unfair dismissal, unfair employment practice or discrimination (including equal pay claims)b. Negative publicity about unfair or discriminatory employmentc. Being seen as having poor terms and conditions of employment compared with other employers (locally, nationally and/or internationally)...

The institution has:a. Managers and staff aware of staff development processes within the institutionb. Investment in learning and staff developmentc. Expertise in staff developmentd. Staff skilled in job design and work organisation (or access to these skills externally) to support staff development through job re-design and enrichment...

The institution avoids or effectively manages risk associated with:a. Staff leaving because of inadequate opportunities provided for staff development and learningb. Poorly focused staff development that leads to no appreciable gains for the individual and the institutionc. Lack of take-up of staff development provisions availabled. Under-resourcing of staff developmente. Missed market or programme development opportunities because of lack of appropriate skills or expertise amongst staff...

5. Leadership, involvement and change management

...The institution avoids or effectively manages risk associated with:a. Industrial relations disputesb. Lack of commitment to change and improved performance at different levels in the institutionc. Staff perceiving a lack of effective leadership in the institutiond. Staff feeling poorly informed and not consulted about changes made in the institution...

The institution avoids or effectively manages risk associated with:a. Legal cases brought against it on work related ill-health and breaches of health and safety practiceb. A poor accident or health risk recordc. Stress-related illness and absenced. Staff who leave because of work pressure or an unacceptable working environmente. Perceptions of bullying, unfair workload practice, etc. because of poor staff management practice...

...The institution avoids or effectively manages the risks associated with:a. Poor performance and poorly performing staff not dealt withb. Managers lacking the skills and confidence to manage their own and their staff’s performance effectivelyc. Staff feeling unclear about roles and responsibilitiesd. Staff feeling poorly informed and receiving insufficient guidance and support from their line managerse. Poorly managed grievance and discipline cases...---------------From: http://www.hefce.ac.uk

1 comment:

Anonymous
said...

It is excellent that HEFCE recognise the importance of effective 'people management' in HE. Lists like these give a very useful baseline from which HEs approach to people management can be assessed in the current performance based culture. The message is clear that HEs have a responsibility to manage their staff appropriately.

However many HEs are a long way from meeting the requirements of this list...

There are scenarios like the one below being acted out in HEs across the land.....

The first person to speak is a member of staff. They have usually endured many months or years of bullying before they pluck up the courage to approach HR.

I feel that I am being bullied.

HR Oh dear

I feel that I am being bullied.

HR Oh dear

I feel that I am being bullied.

HR Oh dear...let's have a mediation meeting.

WE'RE NOT BULLYING HER... SHE'S JUST A TROUBLE MAKER.

***The next year.****

I still feel I'm being bullied.

HR Oh dear

But I am being bullied.

HR Silence

I am being bullied.

HR SILENCE

I am being bullied... here... in this university

HR SILENCE AND MORE SILENCE

I AM BEING BULLIED..........I AM BEING BULLIED

HR ************

I feel like I'm going mad.

HR She's crazy....great... now we can get rid of her.

HEFCE - What advice can you give to employees who experience this type of people management?

... whose university's approach to people management is through bullying and favouritism... and then when there are complaints it's

• Bad Apple Bullies - If you work as a teacher in Queensland, a Bad Apple Bully principal can destroy your health and your career with malicious gossip and secret sticky-notes.

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• Bully Online - Those who can, do. Those who can't, bully. Bully OnLine is the world's leading web site on workplace bullying and related issues which validates the experience of workplace bullying and provides confirmation, reassurance and re-empowerment.

• Suppression of dissent - The general field of "suppression of dissent" includes whistleblowing, free speech, systems of social control and related topics. The purpose of the site is to foster examination of these issues and action against suppression. It is founded on the assumption that openness and dialogue should be fostered to challenge unaccountable power.

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• CAFAS The Council for Academic Freedom and Academic Standards - It is a group dedicated to maintaining standards of integrity and practice in academia, to exposing breaches in those standards and to supporting the victims of those breaches.

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• The Workplace Bullying Institute is the sole United States organization dedicated to the eradication of workplace bullying through public education, help for individuals, employer solutions and legislative advocacy.